3 tips to finding (and keeping) great hospo workers
Hospitality has certainly been one of the harder-hit sectors during the pandemic. But the extent of the crisis goes well beyond restrictions and lockdowns. According to Seek, applicants for hospitality jobs are at a two-year low, while the number of job ads are at a two-year-high. Anyone can see this is not a sustainable situation.
There is not a venue in the country that has not been affected by the staff shortage, as the lack of temporary visa holders and overseas workers takes a toll.
Some Australian hospitality venues are throwing some serious money at hiring campaigns to attract talent as staff shortages force many to close. Large hospitality groups (like the company behind restaurants Rockpool and Spice Temple) have employed 125 people from overseas at a cost of $10,000 to $20,000 per employee.
But not many venues can afford to throw that kind of money at recruitment. Some venues have begun poaching workers from rivals with the promise of higher pay. But not many venues can afford to cover the higher rates that workers may be demanding to jump ship.
So, what can you do to find staff (and keep them!) if you’re running on a tight budget?
Incentivise your existing staff
A couple of restaurants we spoke to are offering their staff up to $300 if they recruit a friend to work at the venue alongside them. Most hospo workers’ friendship groups are made of other hospo workers so this is an effective way of gaining experienced employees (who already know and like their colleagues).
‘Stay’ interviews
“Exit interviews” are often used in the corporate world when an employee is moving on and managers want feedback on what the company can improve on. Although very few hospitality businesses use exit interviews, the “stay interview” may be an important innovation. Make the time to sit down with your existing staff and ask them how they are feeling about work and if there is anything you can do to ensure they continue to enjoy their time at your venue.
Other perks
The hospo dinner has long been a perk of the industry, meaning workers don’t need to pay for (or organise) their own meals around service. But perhaps there are other perks you can offer your staff. Discounts at neighbouring businesses, profit sharing, extra time off or even sick leave are all great perks that will keep your existing staff happy (and attract new ones!).
Are there other techniques you’re using to find and keep staff in this difficult time? We’d love to hear from you – or even feature you on our facebook page – get in touch here.
